HR expert support for HR audits: what you need, what to verify, and how to stay compliant
If you’re searching for an HR expert, you likely need a fast, reliable way to reduce compliance risk—especially around an HR audit, labor law notices, and documentation that can trigger penalties or lawsuits. This guide explains what human resources experts actually do during an HR compliance audit, which laws and posting requirements are commonly involved, and how to build an actionable plan you can run in-house or with outside support.
What is an HR expert (and when do you need one)?
An HR expert is a practitioner with deep knowledge of HR operations and employment compliance who can diagnose risk, fix gaps, and help implement durable processes. “Human resources experts” may come from different backgrounds—HR leadership, labor/employment law, payroll/benefits, or HR compliance.
You typically need an HR expert when:
- You’re preparing for an HR audit or responding to a complaint or agency inquiry
- You’re scaling headcount quickly and policies haven’t kept pace
- You operate in multiple states/counties with different posting rules
- You’ve had recurring wage-hour errors, I-9 gaps, or misclassification issues
- You’re updating your handbook and want it aligned with current requirements
For a broader audit roadmap, see SwiftSDS’s guide to running a Human resource audit.
The HR audit areas an HR expert should cover
1) Wage & hour compliance (FLSA and state rules)
Wage-and-hour issues are among the most expensive compliance failures. An HR expert should help you validate:
- Exempt vs. non-exempt classification (job duties + salary basis where applicable) under the Fair Labor Standards Act (FLSA)
- Timekeeping practices (rounding, meal/rest periods where required, off-the-clock work prevention)
- Overtime calculations (including nondiscretionary bonuses and different rates)
- Pay statements and recordkeeping retention (often governed by federal and state rules)
Actionable checks:
- Pull a sample set of job descriptions and compare actual duties to exemption tests.
- Run a payroll audit for overtime calculations and missing hours.
- Confirm pay policies are written, accessible, and consistently applied.
If you’re formalizing HR processes, SwiftSDS’s overview on hr mgmt can help anchor responsibilities and documentation.
2) Hiring, onboarding, and work authorization (I-9)
Human resources experts should verify your onboarding workflow aligns with federal requirements, including:
- Form I-9 completion timing and document review rules (including E-Verify use where applicable)
- Consistent retention and secure storage practices (separate I-9 files is a common best practice)
- Non-discrimination in verification (avoid “document abuse” or different treatment based on citizenship or national origin)
Actionable checks:
- Conduct an internal I-9 audit with a correction protocol.
- Train hiring managers on what they can/can’t ask pre-offer.
- Ensure offer letters and onboarding packets are standardized and version-controlled.
3) Anti-discrimination and harassment prevention (EEO laws)
An HR expert should ensure policies, reporting channels, and investigations align with core EEO obligations, including:
- Title VII of the Civil Rights Act, ADA, ADEA, GINA, and related state/local protections
- Reasonable accommodation processes (interactive process documentation)
- Complaint intake, anti-retaliation safeguards, and investigation standards
Actionable checks:
- Test your complaint process: Can an employee report anonymously or outside their chain of command?
- Verify job descriptions include essential functions (critical for ADA compliance).
- Audit investigation files for consistency, timelines, and documentation.
4) Leave administration (FMLA and state/local leave programs)
Leave compliance is complex because federal and state rules can overlap. An HR expert should review:
- Family and Medical Leave Act (FMLA) eligibility tracking, notices, and designation practices
- Coordination of PTO, disability, and state paid family/medical leave (where applicable)
- Documentation, confidentiality, and return-to-work procedures
Actionable checks:
- Map leave triggers (e.g., 12-month rolling period method) and ensure it’s stated in policy.
- Confirm forms and notices are issued within required timelines.
- Audit intermittent leave tracking and attendance policy integration.
5) Required labor law posters and notices (federal, state, and local)
Posting compliance is often overlooked—and easy to fix once you know what applies. Human resources experts should verify:
- Required federal postings (e.g., FLSA, EEO, OSHA, FMLA where covered)
- State-specific postings (varies by location and employer type)
- Local posting obligations that can apply at the county/city level
- Remote workforce posting solutions (digital distribution + physical posting where required)
Actionable checks:
- Confirm the worksite address matches the jurisdiction-specific requirements.
- Create a quarterly posting review cadence (or automate it).
- Keep a log of posting versions and dates displayed.
When discussing location-specific compliance, reference the correct jurisdiction page—for example, employers in Maryland may need to confirm county requirements like Harford County, MD Labor Law Posting Requirements and, if applicable, more granular guidance such as Bel Air North, Harford County, MD Labor Law Posting Requirements.
What to look for when hiring human resources experts
Credentials and experience that matter
Look for an HR expert who can demonstrate:
- Hands-on HR audit experience (not just policy writing)
- Multi-state compliance familiarity if you hire across jurisdictions
- Investigation and documentation discipline
- Strong partnership with payroll/benefits and legal where needed
Helpful indicators can include certifications (e.g., SHRM-CP/SCP, PHR/SPHR) and proven audit deliverables (checklists, risk matrices, remediation plans).
Scope clarity: “HR help” vs. compliance ownership
Many teams need tactical support without outsourcing HR entirely. If you’re deciding how much help you need, SwiftSDS’s resource on human resources help can help you define support levels and expectations.
Also clarify terminology and ownership inside your organization—especially if you’re standardizing documentation—using human resource or human resources.
A practical HR expert-led audit plan (30–60–90 days)
Days 1–30: Identify top risks and stop the bleeding
- Collect policies, handbook, job descriptions, offer letters, and onboarding forms
- Run a postings and notices check for every worksite and remote population
- Sample payroll/time records for classification and overtime errors
- Confirm I-9 processes and storage controls
Deliverable: a prioritized risk register (high/medium/low) with immediate remediation actions.
Days 31–60: Fix documentation and standardize workflows
- Update handbook policies (attendance, leave, harassment, discipline)
- Standardize onboarding packets and manager guides
- Train managers on wage-hour basics and complaint response
- Implement a records retention schedule and access controls
Deliverable: updated policy suite + SOPs + training plan.
Days 61–90: Build sustainable compliance operations
- Implement recurring internal mini-audits (quarterly postings, semiannual I-9 sampling)
- Set HR metrics and triggers (turnover, complaint volume, overtime spikes)
- Create a compliance calendar aligned to your jurisdictions and headcount changes
Deliverable: compliance calendar + audit checklist + accountability map.
For a ready-made structure, pair this plan with SwiftSDS’s Human resources compliance audit checklist and the broader Human resource domain coverage to ensure you don’t miss core HR areas.
Common HR audit pitfalls an HR expert will help you avoid
- Assuming one-state policies work everywhere (local posting rules and state leave laws can differ widely)
- Relying on job titles for exempt classification rather than duties
- Inconsistent documentation (performance issues handled differently by manager)
- Outdated posters/notices or missing local requirements
- Weak investigation practices (no timelines, incomplete notes, unclear outcomes)
To keep your team current on changes, it’s also useful to follow reputable sources—SwiftSDS’s roundup of best human resources blogs is a good place to start.
FAQ: HR expert and HR audit compliance
How is an HR expert different from an employment attorney?
An HR expert typically focuses on operational compliance—processes, documentation, training, and audit remediation. Employment attorneys provide legal advice and representation, especially for litigation or complex legal strategy. Many organizations use both: HR experts for day-to-day compliance systems and attorneys for privileged legal review when needed.
What are the most common compliance gaps found in HR audits?
Frequently: worker misclassification (FLSA), incomplete I-9s, inconsistent leave administration (FMLA), missing or outdated labor law posters/notices, and insufficient harassment reporting/investigation procedures.
How often should we conduct an HR compliance audit?
Many employers do a comprehensive HR audit annually, with quarterly mini-audits for high-change areas like labor law posting requirements, new-hire documentation, and wage-hour controls—especially if you operate in multiple jurisdictions.
SwiftSDS helps HR teams reduce risk by connecting HR audit best practices with real-world compliance requirements—especially around notices and jurisdiction-specific posting rules—so your “HR expert” effort translates into measurable, defensible compliance.